Items Tagged with 'pricing'

ARTICLES

Data Analysis Improves Relationship Pricing Programs

Business intelligence software can unearth treasure trove of member data.
November 18, 2013
High levels of electronic transactions drive long-term relationship retention.
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Fee or Free? Let Members Choose

Four-part ‘fee avoidance’ strategy helps CUs develop strong member relationships.
July 19, 2013
‘Menu-based’ pricing helps CUs generate income in a fee-averse environment.
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Special Report: CU Reality Check 2013

Six Loan and Deposit Pricing Lessons

Don’t base loan and deposit pricing decisions on what your competitors are doing.
April 11, 2013
Understand members’ behavior and use segmentation strategies to reduce funding costs.
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Tools of the Trade

Credit Card Market Worth the Risks

'Generally, CUs have the most consumer-friendly credit card offerings in the market.'
December 2, 2012
Risk-based pricing has shifted old credit card levels from regular, gold, and platinum to platinum across the board.
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Credit Card Pricing: Navigating a Post-CARD Act Market

New legislation changes the credit card game.
June 17, 2011
Credit unions nationwide face a new, revamped market.
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It's Time to Make Mortgages

Capture mortgage market share while you can.
May 23, 2011
The housing crisis and recession have given CUs an opportunity to serve more members. But this period of heavy mortgage refinancings won’t last forever.
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It's OK to Raise Prices During a Recession

Going lean and slashing prices doesn't work for many companies.
August 26, 2010
Companies should compete on the basis of initiatives for which their customers willingly pay higher prices.
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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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